BAD 64263 F05 Faley
EMPLOYEE SELECTION AND APPRAISAL (BAD 64263 - call#10367)
Fall 2005 - BSA 324 (TR 3:15-4:30); (h:\syllabus\S&A1X.F05)
Dr. Robert H. Faley (BSA A416); 672-1154 (office); Internet: rfaley@kent.edu (a copy of this syllabus can be downloaded from the M&IS web site http://mismain.bsa.kent.edu - select the “Syllabi” quick link on the lower left-side of the page to enter the Syllabi Archive.).
COURSE OBJECTIVES: This course will focus on important issues associated with designing/building human resource systems that are used for the selection and appraisal (S&A) of employees. Perspectives on the following aspects of S&A will be emphasized: (1) practical knowledge regarding various S&A procedures and their legal and technical acceptability; (2) legislation, litigation, and federal guidelines in the S&A areas; (3) techniques for evaluating the S&A process; and (4) other related issues.
As a result of this course, you will better understand:
a) HR selection/appraisal systems and how they are interrelated with one another and with other important firm-wide systems
b) the value added (i.e., competitive advantage) that can be gained by designing, building, and managing HR selection/appraisal systems based on proven techniques and approaches
c) the very critical role that job analysis plays in designing and building value-added HR selection/appraisal systems
d) the legal obligations employees have to their employers as well as the legal obligations employers have to their employees in the areas of selection/appraisal
e) how to evaluate HR selection/appraisal systems as well as better estimate their value-added
f) the current state of the art related to various HR selection/appraisal activities
MEETING FORMAT: A seminar format will predominate. Students will be expected to participate actively in the classroom process. In-class exercises will play an important role in class discussions. Several related projects may be assigned throughout the semester.
GRADING: Semester grades will be based on these criteria:
Quality of Participation in Class - based on discussion of exercises and other material (70%)
Critique-a-Test Results – an assessment of the presentation described below (30%)
“Cheat Sheets” – turn in at each class a brief summary – IN YOUR OWN WORDS - of each assigned reading…use these summaries as “cheat sheets” to help answer questions posed during class…a penalty of up to 20% of your final grade will be assessed for not turning these in/poor quality (based on number missing and quality)…they MUST be turned in/emailed to me by the end of the class period on the day they are due – NO EXCEPTIONS!
PLEASE NOTE: I am happy to meet with you as many times as you require during the semester to discuss your current progress and grade – whether you solicit a lot or no feedback at all is up to you…please contact me to set up a meeting.
READINGS: The readings are on ELECTRONIC reserve at the library (case-sensitive password = human15). Although we will NOT critique these readings in class, you are expected to read and understand the material in them - the primary purpose of the readings is to provide the context necessary to both better understand the material covered in class and better participate in class discussions – so you need to know and understand what is in these articles. Thus, if you don't do the readings, you should not expect to get the grade you would get if you had read them! (in syllabus CC=court cases; OR=other readings; EXER=in-class exercise)
COURSE-RELATED OVERHEADS ARE ALSO ON ELECTRONIC RESERVE AT THE MAIN LIBRARY ALONG WITH THE READINGS. PLEASE GET THE OVERHEADS - THEY WILL HELP YOU GET MUCH MORE OUT OF THE MATERIAL COVERED IN CLASS.
Optional Reading: Arvey, R. & Faley, R.H. (1989). Fairness in Selecting Employees (2nd ed.), Addison Wesley (out of print but available online at Amazom.com and other sites)…read the entire book in sequence with the course outline (see me for details).
Note that your grade is based on the OUTPUT that you produce. Thus, the amount of time you put into preparing for class cannot be realistically considered for grading purposes.
Please also note that you are responsible for all changes in the course outline announced in class.
Students with Disabilities
In accordance with University policy, if you have a documented disability and require accommodations to obtain equal access in this course, please contact the instructor at the beginning of the semester or when given an assignment for which an accommodation is required. Students with disabilities must verify their eligibility through the Office of Student Disability Services (SDS) in the Michael Schwartz Student Services Center (672-2972).
DATE TOPIC ASSIGNMENT
8/30 Introduction, Course Outline
9/1 Regulatory Influences on S&A OR: Uniform Guidelines on Employee
Selection Procedures
9/8 Regulatory Influences – continued OR: Faley & Kleiman
CC: Griggs; McDonnell Douglas
9/15 Regulatory Influences – continued CC: United Steelworkers; Oncale
9/22 Job Analysis OR: Ghorpade & Atchison; Arvey & Begalla
9/29 Benchmarking HR Systems: Assessing Validity and
Estimating Utility OR: Gatewood & Field; Ch. 4 of Dreher &
Sacket; Arvey/Faley psychometrics primer;
Kleiman & Faley; reread the Uniform
Guidelines
CC: Albemarle
10/6 Validation of Selection Devices – continued OR: Cascio, Alexander & Barrett; Hunter &
Hunter; Baker & Terpstra; Ch. 3 of Dreher &
Sackett; Schmidt & Hunter(handout)
CC: Teal
Case: Wilshire Bank (do the related exercise)
10/13 Utility of Selection Devices OR: reread Ch.4 of Dreher & Sackett;
Cascio & Morris
10/20 Selection Devices – overview OR: Wernimont & Campbell; Sacket,
Schmidt, Ellingson & Kabin; Ghiselli;
Asher & Sciarrino
CC: reread Griggs
10/27 Traditional Selection Devices – continued OR: Goldberg; Behling; Tett;
Asher (handout)
11/3 Traditional Selection Devices - continued OR: Olian; Fleishman
Case: Resident Manager
11/10 Non-Traditional Selection Devices - continued OR: Sackett & Wanek
Case: Stackover Industries (C1)
11/17 Performance Appraisal – overview OR: Beatty; Bernardin; Landy &
Farr; Kleiman & Durham
CC: Rowe
Case: PA General Hospital
11/23-27 NO CLASSES – Thanksgiving Holiday
12/1 Performance Appraisal - continued; wrap-up OR: Longnecker, Sims, & Gioia; Napier &
Latham; Ghorpade; Feldman
Case: Webster Industries
12/8 CRITIQUE-A-TEST PRESENTATIONS
Critique-a-Test Exercise
Each student/student team is expected to select a commercially available employment test (e.g., see Tests in Print) to critique. This critique should include an in depth analysis of the test that focuses primarily on its strengths and weaknesses.
Summary information about many commercially available employment tests can be found in Buros Mental Measurements Yearbook. Presenters are also encouraged to do literature searches for information about the test as well as contact the test publisher for technical and other test-related information.
The presentation should not be a mere regurgitation of available information but a more selective analysis of the available information. This is especially the case with information provided by the test developer – information provided by non-independent parties must be independently corroborated.
Special emphasis should be placed on assessing whether the test is valid for the purpose(s) for which the test publisher says it is valid.
The presentation cannot exceed 30 minutes - the presentation will be stopped if it exceeds the time limit.
The test to be critiqued MUST be cleared with the professor (hand in a 2-3 page summary of the test including a tentative outline of what you plan to present). No duplications will be allowed.
